REQUEST FOR EXPRESSIONS OF INTEREST

Transcription

1 REQUEST FOR EXPRESSIONS OF INTEREST AFRICAN DEELOPMENT BANK Human Resources Management Department (CHHR) Avenue Joseph Anoma 01 BP 1387 Abidjan Côte d Ivoire recruitmentservices@afdb.org REQUEST FOR EXPRESSIONS OF INTEREST FOR THE PROISION OF RECRUITMENT SERICES FOR THE AFRICAN DEELOMENT BANK GROUP ADB/EOI/CHHR/2018/ Established in 1964, the African Development Bank ( the Bank ) is the premier pan-african development institution, promoting economic growth and social progress across the continent. There are 80 member states, including 54 in Africa (Regional Member Countries). The Bank s development agenda is delivering the financial and technical support for transformative projects that will significantly reduce poverty through inclusive and sustainable economic growth. In order to sharply focus the objectives of the Ten Year Strategy ( ) and ensure greater developmental impact, five major areas (High 5s), all of which will accelerate our delivery for Africa, have been identified for scaling up, namely; energy, agro-business, industrialization, integration and improving the quality of life for the people of Africa. 2. The African Development Bank s Strategy for as encapsulated in the five development priorities- the High-5s (Light Up and Power Africa, Feed Africa, Industrialize Africa, Integrate Africa, and Improve the Quality of Life for the People of Africa) reflect the aspirations of the entire African continent. These are firmly rooted in a deep understanding and experience of how far Africa has come in the last decade, and where it wishes to go to in the next. The High-5s are designed to place the Bank at the Centre of Africa s transformation and to improve the quality of Africa s growth. They aim to broaden and deepen that process of transformation, mainly by ensuring that growth is shared and not isolated, for all African citizens and countries, not just for some. The ultimate purpose is to bring about growth that is not just environmentally sustainable, but also economically empowering. 3. The Bank also has a People Strategy which represents the psychological contract between the Bank and the staff. The implementation of the People Strategy aims to: Create an atmosphere of openness and trust which will empower each staff member to unleash creativity and enable delivery at the highest professional level. Enhance the Employee alue Proposition of the Bank by transforming it into a preferred employer for its staff and an employer of choice for those working on the development of Africa. 4. The Bank s Human Resources Department has developed the Corporate Human Resources Action Plan aligned with the Bank s Ten Year Strategy and the People Strategy. The Bank competes in a global labour market with other multilateral development organizations, public and private sector organizations to attract talented individuals from member countries. The Human Resources Department aims to establish recruitment activities that are

2 efficient in terms of time and cost; and effective in terms of successfully sourcing the right people in the right locations at the right time. 5. The services to be provided under the assignment will support all recruitment processes. The search firms will assist and facilitate in the attraction and selection of candidates to fill staff positions at both management, professional, technical and general services levels. The firms will be requested to participate in some or all of the recruitment steps listed below, depending on the position under recruitment. For each recruitment exercise, the Bank and the firm will agree the exact stages that will be carried out by each party independently or jointly. This implies that the search firm s involvement in the process may vary for each recruitment exercise. 6. The services to be covered will therefore include, but not limited to the following: Attraction Selection: Advertising of positions; Receipt of Applications Pre-screening and Long listing; Short Listing; Other activities will include: Competence based interviews; Psychometric assessment group assessment (as required) Feedback and follow up communication with candidates; Executive search/headhunting Conducting job and career fairs specific for the Bank or in conjunction with other development institutions; 7. The Human Resources Management Department (CHHR) invites Consulting Firms to indicate their interest in providing the above-described services. Interested eligible Consulting Firms or associations of Consulting Firms shall provide information on their qualifications and experience demonstrating their ability to provide the services mentioned above (documentation, references for similar services, experience in comparable Assignments, availability of qualified staff, etc.). All staff to be used by the firm must have at least a Master s degree in Human Resources Management; Business Development or Business Management. The Staff should have documented evidence of having handled these functions for other global organizations. 8. The eligibility criteria for Consulting firms: Must be registered in a Bank s Member State. Must have demonstrable and track record of delivering such services to other global organizations. In line with the bilingual requirements of the Bank and the peculiar requirements and deliverables expected of this assignment; firms must produce evidence of the ability to work in both English and French languages. 2

3 Adherence to these Core alues and the Code of Conduct are necessary requirements for this job. If there is noticed diversion from these standards at any point in the engagement; the Bank will severe all relationship with the selected firm without any encumbrances on the part of the Bank. (The Bank has five Core alues: Excellence: Quest for the highest level of performance through continuous improvement of our skills and business practices Team Spirit: Working together in a spirit of creativity and mutual respect to achieve common objectives Integrity: Observing the highest standards of ethics, honesty and accountability at all times Professionalism: Delivering the best quality service to our clients with utmost rigour and efficiency Transparency: Acting with clarity, equity and objectivity in designing, Interpreting and applying Bank s policies and procedures) The establishment of a short list and the selection procedure shall be in conformity with the Bank s Rules and Procedures for the Use of Consultants. Please, note that interest expressed by a Consulting Firm does not imply any obligation on the part of the Bank to include it in the shortlist. The Bank has a cross-debarment agreement with other Multilateral Development Banks (MDBs) and International Financial Institutions (IFIs); firms that have been debarred by any of these institutions should not express interest in the advertised assignment. 9. The estimated duration of services for the initial assignment is twelve (12) months renewable once and the estimated starting date is September 15 th, Declaration of impartiality: This is an opened advertisement, to ensure that the same level of information is available to all intending applicants; no applicant should make contact with any official of the Bank soliciting for more information or requirements for this job. Electronic zipped copies of Expressions of interest must be received at the addresses below no later than July 18th 2018, at 17:00 p.m. Abidjan time. Mr. Taurai MUSAKARUKA African Development Bank Staff Development and Training Division BP 1387 Rue Joseph Anoma, Abidjan, Côte d Ivoire Tel: Facsimile (fax): t.musakaruka@afdb.org AND Ms. Fatoumata COULIBALY-N GUESSAN African Development Bank Human Resources Management Department (CHHR) Avenue Joseph Anoma HQ Building 01BP 1387 Abidjan 01, Cote D'Ivoire Tel.: n.f.coulibaly@afdb.org 3

4 TERMS OF REFERENCE BACKGROUND The African Development Bank Group ( AfDB or the Bank ) is Africa s premier development finance institution and is one of the five major, global multilateral development banks (MDBs). The overarching objective of AfDB is to spur sustainable economic development and social progress in its regional member countries (RMCs), thus contributing to poverty reduction. The African Development Bank s Strategy for as encapsulated in the five development priorities- the High-5s (Light Up and Power Africa, Feed Africa, Industrialize Africa, Integrate Africa, and Improve the Quality of Life for the People of Africa) reflect the aspirations of the entire African continent. These are firmly rooted in a deep understanding and experience of how far Africa has come in the last decade, and where it wishes to go to in the next. The High-5s are designed to place the Bank at the Centre of Africa s transformation and to improve the quality of Africa s growth. They aim to broaden and deepen that process of transformation, mainly by ensuring that growth is shared and not isolated, for all African citizens and countries, not just for some. The ultimate purpose is to bring about growth that is not just environmentally sustainable, but also economically empowering. REQUIREMENTS The Bank s Human Resources Department aims to undertake recruitment activities that are effective and efficient in terms of time, cost and successfully sourcing the right talent. The Bank continues its ongoing commitment to open and transparent recruitment, selection and retention processes and activities to attract the widest pool of the best talent from all its member countries. In addition to recruitment of regular staff, the department also recruits Technical Assistants, Young Professionals, Interns, Short- term staff and Secondees. Other key recruitment related activities include campaigns/outreach activities to engage with and source candidates, and induction and on-boarding facilitation. The Bank is seeking to appoint search firms and recruitment agencies to provide a range of Human Resources recruitment services. These are summarized below: 1. Sourcing/recruitment support following the generic recruitment cycle from role definition through advertising, search (for senior positions), pre-screening, and long listing; involvement in short listing and interviewing/assessment Centres will be agreed for specific positions. 2. Provision of search firm services to assist, facilitate and head hunt the recruitment of senior management positions (Directors and ice Presidents). 3. Provision of recruitment services to assist and facilitate in the recruitment of management and professional technical positions (Management and PL2-PL8). 4. Provision of recruitment related services to assist and facilitate in the recruitment of general support positions (GS8 to GS3). 5. Providing feedback to candidates on the status of their applications and outcome of the interview/assessment center process 6. Provision of additional services such as organizing career fairs specific for the Bank or in conjunction with other similar international development institutions 4

5 This Terms of Reference is the generic guide for intending Search Firms that might want to apply for this assignment. The Bank is introducing components of outsourcing to its recruitment process. Search Firms will be requested to participate in some or all of the steps described above depending on the position under recruitment. For each recruitment exercise, the AfDB and the search firm will agree the exact stages that will be carried out by each party independently or jointly. This implies that the search firm s involvement in the process may vary for each recruitment exercise. For some positions, the search firm will be requested to end its involvement at Long List stage; or Short list stage; or structured interview stage (stand-alone); or Assessment Centre Stage. Search firms will therefore be requested to demonstrate their capability and capacity in delivering on these assignments. (Long List stage; or Short list stage; or structured interview stage (stand-alone); structured interviews) for all levels. Below is a table showing the key recruitment steps that search firms and recruitment agencies will be expected to be involved in support of AfDB recruitments. Expected services to be provided by the search firm grouped by recruitment Level: Kev activity Level 1 ice President/Director (EL2 to EL5) Level 2 Div. Managers/ Heads of Units/Technical Professionals (PL1-PL8) Level 3 General Services (GS) Advertising ~T~ Search Manage applications Pre-screening/long list Short listing Structured Interviews and/or Assessment Centre Candidate communication & feedback Reporting on the recruitment activities carried out by the search firm EXCLUSIITY In awarding the contract, the successful search firm will acknowledge that there is no form of exclusivity that has been granted by AfDB for services from the search firm, and that the Bank is at all times entitled to enter into other contracts and agreements for the provision of any other or all services, which may be the same as or similar to the services in this Terms of Reference. 5